HomeMy WebLinkAboutItem B: City Manager Recruitment
ECC
UGENE ITY OUNCIL
AIS
GENDA TEM UMMARY
Work Session: City Manager Recruitment
Meeting Date: January 9, 2008 Agenda Item Number: B
Department: Central Services Staff Contact: Lauren Chouinard
www.eugene-or.gov Contact Telephone Number: 682-5663
ISSUE STATEMENT
The purpose of this work session is two-fold:
1. Review compensation market data on the City Manager position.
2. Review and agree on a list of community stakeholders to invite to be involved in the selection
process for the City Manager in early February.
BACKGROUND
Compensation Item:
The City Council annually reviews the City Manager’s compensation and determines what level of
adjustment is appropriate. In the past, the City Manager salary was set as a range with six merit steps.
As of July 1, 2007, that range was $113,568 to $149,323. As the Mayor and the City Council recently
approached the recruitment and selection process for the City Manager position, a decision was made to
include a statement in the recruitment brochure indicating, “The salary range for the position is open,
with hiring dependent upon experience and qualifications.” The City Council then directed staff to
update a market analysis for the position for a discussion at the December 18 work session. Other
agenda items on the December 18 schedule precluded the compensation discussion and it was
subsequently moved to January 9, 2008.
Market data is included in Attachment A. The data includes:
1) A comparison of city manager total compensation from major Oregon cities.
2) A comparison of city manager total compensation from selected cities in western states. This list
provides information from cities that represent the competitive market for city manager prospects.
3) A comparison of local public CEO total compensation. While not all are city managers, this list
represents the local public sector peer group to our city manager.
Community Stakeholders Item:
One of the three panels that will be components of the City Manager selection process will involve a
group of community stakeholders. A list of possible stakeholders is included as Attachment B.
RELATED CITY POLICIES
The City Council adopted Financial Management Goals and Policies item F.5. states: “Consistent with
available resources, employee compensation will be market-based, comparable to public and private
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sector compensation paid in the relevant recruiting area.” The policy narrative additionally explains that
positions are considered to be “within market” when the rate is within a band five percent above or
below the median rate paid by surveyed agencies.
COUNCIL OPTIONS
All of the following options contemplate the negotiation of a mutually acceptable salary and total
compensation package with the successful finalist based on experience, qualifications, and market data.
A. Adjust the compensation for the City Manager position to reflect the market and continue to use a
range with six steps.
B. Discontinue the use of a range with six steps. Determine a maximum salary and total compensation
level that reflects the market.
C. Discontinue the use of a range with six steps. Do not set a maximum salary and total compensation
level at this time. (This option assumes that the council will have an understanding of how far above
or below the current salary and compensation range is in comparison to market but is choosing not to
set a maximum at this time to allow more flexibility, if needed, in the negotiation process.)
D. Make no adjustment to the compensation range for the City Manager position.
CITY MANAGER’S RECOMMENDATION
None.
SUGGESTED MOTIONS
1. Move to adjust the compensation for the City Manager position as described in option(s) ______.
2. Move to approve the list of community stakeholders for the City Manager interview process as
amended.
ATTACHMENTS
A. City Manager 2007 market compensation data
B. Draft community stakeholders list
FOR MORE INFORMATION
Staff Contact: Lauren Chouinard
Telephone: 682-5663
Staff E-Mail: lauren.d.chouinard@ci.eugene.or.us
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Attachment A City Manager Salary Survey 2007December Update 2007
Oregon Jurisdictions by Population
City Paid
Annual City Perqui- Total Actual
Employee
JurisdictionPop. Reg.# EEs
Job Title Actual or Max Def Comp Auto Allow
Budget Portion 6% to sites Comp
PERS
1
160,800$ 176,653
1,186.60 $ 435.00 City Manager $ 152,820 $ 16,633 $ 7,200
Vancouver, WA
Salem, OR
147,255$ 153,994
1,216.85 $ 472.29 City Manager $ 128,252 $ 12,825 $ 4,200 $ 8,717
2
99,250$ 125,208
569.85 $ 297.86 City Manager $ 112,262 $ 4,800 $ 7,024 $ 1,123
Gresham, OR
3
84,445$ 163,923
663.50 $ 312.00 City Manager $ 162,300 $ 1,623
Hillsboro, OR
4
77,780$ 155,427
541.00 $ 201.00 City Manager $ 126,829 $ 15,000 $ 4,800 $ 8,798
Bend, OR
5
$ 166,543
74,107 465.00 $ 184.33 City Manager $ 134,562 $ 12,111 $ 6,000 $ 9,160 $ 4,710
Medford, OR
6
57,065
437.05 $ 344.72 City Manager $ 142,961 $ 5,200 $ 4,800 $ 9,178 $ 162,139
Springfield, OR
7
53,900$ 183,449
440.51 $ 106.80 City Manager $ 146,861 $ 16,000 $ 3,600 $ 9,988 $ 7,000
Corvallis, OR
Oregon Average
$ 138,356 $ 12,962 $ 5,057 $ 8,811 $ 3,614 $ 160,917
Oregon Median
$ 138,762 $ 13,913 $ 4,800 $ 8,979 $ 3,166 $ 163,031
8
Eugene
150,690 1,547.38 $ 149,323 $ 6,000$ 4,200$ 9,600$ 480 $ 169,603
$ 442.30
City Manager
Eugene +/- of Oregon Survey Market - AVERAGE
7.34%-116.02%-20.41%5.12%
Eugene +/- of Oregon Survey Market - MEDIAN
7.07%-131.88%-14.28%3.88%
Footnotes:
Note: Oregon PERS Calculations: Include Base Salary, Auto and Deferred Compensation
1
Vancouver,WA:
Included in OR jurisdictions due to geographic proximity; Biennial budget
2
Gresham, OR:
Perquisite is 1% VEBA
3
Hillsboro:
No auto allowance but provided exclusive use of auto; Maximum salary shown with step increase for PERS employee contribution paid by city; 1% MSA-VEBA provided
4
Medford:
Biennial budget; perquisite - 3.5% HRA-VEBA
5
Bend:
Prior City Manager information; Bend is in process of City Manager recruitment
6
Corvallis:
PERS pick-up only for City Manager; $7,000 is Retirement Health Savings Account
7
Springfield:
PERS employee contribution pick-up effective 7/01/07; deferred compensation will be match by employer up to $5,200
8
Eugene:
Perquisites is cell phone allowance
Beaverton excluded - Mayor form of government
Updated: December 2007
Page: 1S080109B-attA.xls
Printed: 1/4/2008
Attachment A City Manager Salary Survey 2007December Update 2007
Outside Oregon Jurisdictions by Population
City Paid
Annual City Perqui- Total Actual
Employee
JurisdictionPop. Reg. # EEs
Job Title Actual or Max Def Comp Auto Allow
Budget sites Comp
Portion of
Retirement
1
212,000
1,947.00 $ 499.50 City Manager $ 246,462 $ 12,323 $ 12,000 $ 270,785
Reno, NV
2
201,700
3,427.00 $ 2,097.67 City Manager $ 193,253 $ 6,600 $ 199,853
Tacoma,WA
3
165,000
1,730.00 $ 510.84 City Manager $ 210,105 $ 18,000 $ 6,000 $ 234,105
Tempe, AZ
4
139,908
1,197.00 $ 464.00 City Manager $ 163,404 $ 21,243 $ 9,000 $ 4,902 $ 198,549
Fort Collins, CO
Bellevue, WA
118,205
1,284.50 $ 560.90 City Manager $ 199,594 $ 12,375 $ 5,400 $ 14,350 $ 231,718
Boulder, CO
103,216 1,260.00 $ 223.56 City Manager $ 171,728 $ 171,728
Redding, CA
89,973
877.00 $ 291.31 City Manager $ 181,560 $ 6,000 $ 12,709 $ 200,269
Outside Oregon Average
$ 195,158 $ 15,985 $ 7,500 $ 10,654 $ 215,287
Outside Oregon Median
$ 193,253 $ 15,187 $ 6,300 $ 12,709 $ 200,269
Eugene
150,690 1,547.38 $ 149,323 $ 6,000$ 4,200$ 9,600$ 480 $ 169,603
$ 442.30
City Manager
Eugene +/- of Outside Oregon Survey Markets - AVERAGE
-30.70%-166.42%-78.57%-26.94%
Eugene +/- of Outside Oregon Survey Market - MEDIAN
-29.42%-153.12%-50.00%-18.08%
Eugene +/- of Combined Oregon and Outside Oregon Survey Markets
(pages 1
-11.68%-141.22%-49.49%-10.91%
and 2) - AVERAGE
Eugene +/- of Combined Oregon and Outside Oregon Survey Markets
(pages 1
-11.17%-142.50%-32.14%-7.10%
and 2) - MEDIAN
Footnotes:
Jurisdiction (outside of Oregon) used in Exempt Study 2005 for non-represented classifications
1
Reno, NV:
No employee contribution requirement for retirement, city pays entire retirement contribution
2
Tacoma, WA:
Biennial Budget
3
Tempe, AZ:
New City Manager starting (actual $180,000); maximum salary range shown; no auto allowance but provided new full-size car every 2 years
4
Fort Collins, CO
: No employee contribution requirement for retirement, city pays entire retirement contribution
Boise, ID; Everett, WA; and Spokane, WA excluded: Mayor Form of Government;
Spokane has City Administrator but not same level of responsibility as Eugene City Manager
Updated: December 2007
Page: 2S080109B-attA.xls
Printed: 1/4/2008
Attachment A City Manager Salary Survey 2007December Update 2007
Local Eugene/Springfield Employers
City Paid
Annual Perqui- Total Actual
Employee
JurisdictionPop. Reg. # EEs
Job Title Actual or Max Def Comp Auto Allow
Budget sites Comp
Portion of
Retirement
EWEB
511.00 $ 150.00 General Manager $ 198,343 $ 9,917 $ 4,800 $ 11,901 $ 224,961
1
1,515.00 $ 313.50 Superintendent $ 136,994 $ 21,600 $ 6,000 $ 8,220 $ 6,748 $ 179,562
4J School District
County
2
339,740 1,485.49 $ 507.82 $ 145,000 $ 1,450 $ 6,060 $ 9,151 $ 161,661
Lane County, OR
Administrator
3
Lane Community
1,500.00 $ 82.01 President $ 181,519 $ 12,000 $ 10,891 $ 16,800 $ 221,210
College
4
335.00 $ 59.51 General Manager $ 132,993 $ 7,980 $ 4,800 $ 21,944 $ 167,716
LTD
4
Springfield School
1,200.00
$ 116.49 Superintendent $ 127,785 $ 14,400 $ 6,000 $ 7,667 $ 6,389 $ 162,241
District
Local Employer Average
$ 153,772 $ 11,224 $ 5,532 $ 11,629 $ 186,225
Oregon Median
$ 140,997 $ 10,959 $ 6,000 $ 10,021 $ 173,639
Eugene
150,690 1,547.38 $ 149,323 $ 6,000$ 4,200$ 9,600$ 480 $ 169,603
$ 442.30
City Manager
Eugene +/- Local Employer Survey Market - AVERAGE
-2.98%-87.07%-31.71%-9.80%
Eugene +/- Local Employer Survey Market - MEDIAN
5.58%-82.64%-42.86%-2.38%
Eugene +/- All Survey Markets Combined
-8.78%-123.17%-43.56%-10.54%
(pages 1, 2 & 3) - AVERAGE
Eugene +/- All Survey Markets Combined
-5.59%-122.55%-35.71%-5.53%
(pages 1, 2 & 3) - MEDIAN
Footnotes:
1
4J School District:
$20,400 is TSA; perquisites is performance bonus (5%)
2
Lane Community College:
No auto allowance but is provided a college vehicle; perquisites is $12,000 discretionary expense account and $4,800 TSA
3
Lane County:
New Administrator will begin in January; new salary is shown
4
LTD:
No PERS but contribution to a deferred compensation style plan and defined benefit retirement plan that district contributes on behalf of all administrative employees; auto allowance
is
not calculated in defined benefit amount
5
Springfield School District:
Perquisite is 5% incentive bonus; the district does not include deferred compensation or auto allowance PERS pickup calculation
Bethel School District - Did not include due to much smaller budget and employee size
Updated: December 2007
Page: 3S080109B-attA.xls
Printed: 1/4/2008
ATTACHMENT B
nd
2 DRAFT – List of Community Organizations – City Manager Panels – January 2008
December 28, 2007
Government/Community Partners
City of Springfield
Lane County
Executive Director, LCOG
Eugene School District 4J
Bethel School District #52
U of O
DEI
Lane Workforce Partnership
CVALCO
LTD
EWEB
U of O
Civilian Review Board
Human Rights Commission
Budget Committee
Police Commission
Planning Commission
Sustainability Commission
Toxics Board
Lane Community College
Social Service Agencies/Non-Profits
Oregon Toxic Alliance
CALC
Friends of Eugene
Citizens for Public Accountability
Sponsors, Inc
Lane Arts Council
City Club of Eugene
Direction Services
Laurel Hill Center
League of Women Voters
Human Services Commission
Whitebird
Shelter Care
Mobility International
Two Rivers Interfaith Ministries
United Way of Lane County
Business Interests
Eugene Chamber of Commerce
Lane County Home Builders
Eugene Area Relators
Lane Metro Partnership
Unique Eugene
Groups Representing Diversity
NAACP
Basic Rights Oregon
Asian Council
Centro Latino Americano
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Individual Councilor Selections
BB:
BT: Ray Wolfe
AZ:
GP:
MC:
JS:
AO:
CP:
KP:
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